臺灣博碩士論文加值系統

The purposes of this study are to evaluate the influences of job factors, non-job factors, and individual characteristics on expatriate adjustment; and to evaluate the influence of expatriate adjustment on expatriate effectiveness. This study involves one hundred and ten expatriates’ professionals working in Taiwan. The results of this empirical study indicated that role clarity as job factor is significantly important for expatriates’ adjustment in terms of general adjustment and work adjustment. In addition, for the non-job factors, the support of family in terms of family support to the job is significantly important for expatriates’ adjustment in terms of interaction adjustment, general adjustment, and work adjustment. And for the organization socialization, only host companies’ supportive dimension has an influence to the expatriate adjustment in terms of general adjustment. Meanwhile, cross-culture training and prior international experience are not significantly associated with the dimensions of expatriate adjustment. Finally, expatriate adjustment in terms of work adjustment is significant and positively related to expatriate satisfaction in terms of satisfaction with company and expatriate adjustment in terms of general adjustment, and work adjustment also is significant and negatively associated with intent to leave.

ACKNOWLEDGEMENT........................................................II
ABSTRACT..............................................................III
TABLE OF CONTENTS...................................................IV
LIST OF TABLES..................................................... VIII
LIST OF FIGURES.......................................................X
CHAPTER ONE INTRODUCTION............................................1
1.1 Research Background...............................................1
1.2 Research Motivation...............................................2
1.3 Research Objectives...............................................5
1.4 Research Structure and Research Flow...........................5
CHAPTER TWO LITERATURE REVIEW......................................7
2.1. Definition of Relevant Constructs..............................7
2.1.1. Job Factor.....................................................7
2.1.1.1 Role Clarity..................................................7
2.1.1.2 Skill Variety.................................................8
2.1.2. Non-Job Factor.................................................8
2.1.2.1 Family Support................................................8
2.1.2.2 Organizational Socialization..................................9
2.1.2.3 Cross Cultural Training.....................................10
2.1.3. Individual Characteristics....................................11
2.1.3.1 Prior International Experience..............................11
2.1.4. Expatriate Adjustment.........................................12
2.1.5. Expatriate Effectiveness......................................16
2.1.5.1 Expatriate Satisfaction......................................16
2.1.5.2 Expatriate Commitment........................................16
2.1.5.3 Intent to Leave.............................................21
2.2. The Relationship among Research Constructs...................21
2.2.1. Job Factor and Expatriate Adjustment.......................21
2.2.1.1. Role Clarity and Expatriate Adjustment...................21
2.2.1.2. Skill Variety and Expatriate Adjustment..................22
2.2.2 Non-Job Factor and Expatriate Adjustment.....................23
2.2.2.1 Family Support and Expatriate Adjustment..................23
2.2.2.2 Organizational Socialization and Expatriate Adjustment....24
2.2.2.3 Cross Cultural Training and Expatriate Adjustment........25
2.2.3 Individual Characteristics and Expatriate Adjustment........27
2.2.3.1 Prior International Experience and Expatriate Adjustment.27
2.2.4. Expatriate Adjustment and Expatriate Effectiveness..........30
2.2.4.1. Expatriate Adjustment and Expatriate Commitment..........30
2.2.4.2. Expatriate Adjustment and Expatriate Satisfaction........31
2.2.4.3. Expatriate Adjustment and Intent to Leave...............32
CHAPTER THREE RESEARCH DESIGN AND METHODOLOGY...................34
3.1 The Conceptual Model............................................34
3.2 The Construct Measurement.......................................35
3.3 Hypotheses to Be Tested...........................................42
3.4 Questionnaire Design.............................................43
3.5 Sampling Plan....................................................43
3.6 Data Analysis Procedures........................................44
3.6.1 Descriptive Statistic Analysis................................44
3.6.2 Factor Analysis and Reliability Tests.......................44
3.6.3 Multiple Regression Analysis..................................45
CHAPTER FOUR RESEARCH RESULTS AND ANALYSIS....................47
4.1. Descriptive Analysis............................................47
4.2 Characteristics of Respondents.................................47
4.3 Measurement Results for Relevant Research Variables.........50
4.4 Factor Analysis and Reliability Tests........................51
4.5 Regression Analysis of the Relationships between Role Clarity, Skill Variety and Expatriate Adjustment............................60
4.6 Regression Analysis of the Relationships between Family Support, Organizational Socialization, and Expatriate Adjustment............62
4.7 Regression Analysis of the Relationship between Cross Culture Training and Expatriate Adjustment .................................64
4.8 Regression Analysis of the Relationships between Overseas Experience and Expatriate Adjustment................................65
4.9 Regression Analysis of the Relationship between Expatriate Adjustment and Job Satisfaction ....................................67
4.10 Regression Analysis of the Relationships between Expatriate Adjustment and Job Commitment ......................................68
4.11 Regression Analysis of the Relationship between Expatriate Adjustment and Intent to Leave ....................................69
CHAPTER FIVE CONCLUSIONS AND SUGGESTIONS .......................71
5.1 Research Conclusions ............................................71
5.2 Research Suggestions and Discussions ..........................72
5.3 Research Contributions...........................................74
5.4 Limitations and Future Research Directions ...................75
REFERENCE .............................................................77
APPENDIX...............................................................86

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